How the Interview Process Differs in PERM-GC

June 30, 2012
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If you have been following the previous few entries, then you are well aware of the PERM-GC process we are talking about. If you have not read them, then this entry may seem a little confusing to you. We have been going over the entire process for obtaining a green card through an employer, via the PERM-GC process. It is an extremely complex system, and as such, requires much study to understand the inner workings. These entries are meant to provide you with a general overview of the process, so that you understand some of what is happening behind the scenes, and will be able to ask your attorney detailed questions should any arise. Our previous entry talked about how companies will be required to evaluate all of the applicants for a position that they have listed as open, for the purposes of the PERM-GC process. Once an applicant has been found eligible for a position, and have been called for an interview, they will be evaluated based on standard company policy. All resumes that have been submitted throughout the process must be kept in a central location, so that they will be available should an audit occur. In addition, for any candidates that have been ruled out of the process, the company will have to prepare a spreadsheet that lists each candidate by name, their scheduled interview date, and the reason that he/she was not found to be qualified for the position. While all this is going on, your immigration attorney will need to file a labor certification through PERM, which will need to be done online, no sooner than 30 days after the last job advertising, but before 6 months past the first job advertising. For this reason, job postings must be stayed on top of at all times. There is a fairly small window of opportunity for applying for, and being approved for, a green card through a job. In our next entry, we will cover the audit process that can sometimes come into play.

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